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Cited by 913Social and Intergroup PsychologyEducation, Achievement, and GiftednessCareer Development and Diversity

The DOI matches its Crossref record; 123 of the 124 references it cites were found in a registry or an index.

Does stereotype threat affect test performance of minorities and women? A meta-analysis of experimental evidence.

Nguyen, Hannah-Hanh D., Ryan, Ann Marie·2008·Journal of Applied Psychology
DOI 10.1037/a0012702
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Abstract

A meta-analysis of stereotype threat effects was conducted and an overall mean effect size of |.26| was found, but true moderator effects existed. A series of hierarchical moderator analyses evidenced differential effects of race- versus gender-based stereotypes. Women experienced smaller performance decrements than did minorities when tests were difficult: mean ds = |.36| and |.43|, respectively. For women, subtle threat-activating cues produced the largest effect, followed by blatant and moderately explicit cues: ds = |.24|, |.18|, and |.17|, respectively; explicit threat-removal strategies were more effective in reducing stereotype threat effects than subtle ones: ds = |.14| and |.33|, respectively. For minorities, moderately explicit stereotype threat-activating cues produced the largest effect, followed by blatant and subtle cues: ds = |.64|, |.41|, and |.22|, respectively; explicit removal strategies enhanced stereotype threat effects compared with subtle strategies: ds = |.80| and |.34|, respectively. In addition, stereotype threat affected moderately math-identified women more severely than highly math-identified women: ds = |.52| and |.29|, respectively; low math-identified women suffered the least from stereotype threat: d= |.11|. Theoretical and practical implications of these findings are discussed.

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Cited works that were retracted

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  • Cites a retracted work: 10.1037/0022-3514.91.2.243

    Info

    The cited work was retracted on 2013-01-01 (notice 10.1037/a0031270), not before this paper was published (2008).

    Cited work 10.1037/0022-3514.91.2.243 · retracted 2013-01-01 · notice 10.1037/a0031270 · this paper published 2008

  • Cites a retracted work: 10.1002/ejsp.310

    Info

    The cited work was retracted on 2012-10-05 (notice 10.1002/ejsp.1919), not before this paper was published (2008).

    Cited work 10.1002/ejsp.310 · retracted 2012-10-05 · notice 10.1002/ejsp.1919 · this paper published 2008

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Metadata

Authors
Nguyen, H.-H. D., & Ryan, A. M.
Affiliations
  • California State University, Long Beach (US)
  • Michigan State University (US)
ORCID
Ryan, Ann Marie
Venue
Journal of Applied Psychology
Publisher
American Psychological Association (APA)
Published
2008
Volume
93
Issue
6
Pages
1314-1334
ISSN
  • 0021-9010 (ISSN-L)
  • 1939-1854
DOI
10.1037/a0012702
OpenAlex
W2170594921
Cited by
913
References
124
Citations by year
2026: 27 · 2025: 38 · 2024: 50 · 2023: 38 · 2022: 73 · 2021: 74 · 2020: 72 · 2019: 81 · 2018: 68 · 2017: 82 · 2016: 55 · 2015: 56 · 2014: 54 · 2013: 44 · 2012: 41
FWCI
7.91
Type
journal article
Language
en
Open access
closed
Locations
  • Journal of Applied Psychology (publishedVersion)
  • PubMed (publishedVersion)
Funders
  • National Science Foundation
  • Michigan State University
Topics
  • Social Sciences › Sociology and Political Science › Social and Intergroup Psychology
  • Social Sciences › Psychology › Developmental and Educational Psychology › Education, Achievement, and Giftedness
  • Social Sciences › Psychology › Applied Psychology › Career Development and Diversity
Keywords
stereotype threat, test performance, women, racial minorities, gender stereotypes, racial stereotypes
MeSH terms
Affect, Employee Performance Appraisal, Female, Humans, Male, Minority Groups, Psychological Tests, Stereotyping

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